共查询到20条相似文献，搜索用时 125 毫秒
1.
人力资源管理视阈下高校辅导员工作倦怠的归因与克服 总被引：1，自引：0，他引：1
俞锋 《思想政治教育研究》2007,(5):89-91
具有隐蔽性、群体性、传递性、层次性、阶段性等特征的辅导员工作倦怠，从人力资源管理的视角来看，主要致因是：辅导员职业忠诚淡漠化，自我实现需要与学术忠诚泛化发生冲突；职业角色模糊化，多重工作负荷与单一职业定位发生冲突；职业培训简单化，需求复杂多类与培训简单短暂发生冲突；职业评价平面化，绩效考核平面与分类分层激励发生冲突；职业发展狭窄化，职业理想多样与生涯规划缺失发生冲突。培养专业忠诚、加强生涯规划、完善绩效考核、提升自我效能是辅导员克服工作倦怠的有效路径。 相似文献
2.
高校辅导员工作倦怠状况调查研究 总被引：1，自引：0，他引：1
高校辅导员的工作倦怠主要表现在精力枯竭、工作意义感丧失、热情枯竭、工作成就感降低等方面。影响辅导员工作倦怠的因素主要有辅导员自身的性别、年龄、工作年限、学历水平以及辅导员所在高校的类型等方面。解决高校辅导员的工作倦怠问题,必须明确辅导员的工作职责,提升辅导员的职业认同感、增强其自身心理调节能力。 相似文献
3.
俞刚 《思想理论教育导刊》2012,(9):109-111
培育和提升民办高校辅导员的职业忠诚对于民办高校、学生、辅导员均具有重要意义。当前民办高校辅导员的职业忠诚不容乐观,培育和提升辅导员的职业忠诚既需要政府对民办高校的扶持和民办高校对辅导员工作的重视,也得益于辅导员的自我努力。 相似文献
4.
温文妮 《河北广播电视大学学报》2013,(6):90-93
职业化、专业化趋势下的辅导员绩效考核制度是高校绩效管理的重要内容,它不仅可以增强辅导员的职业认同感和幸福感,还有利于辅导员职业化、专业化的发展。目前高校辅导员绩效考核主要存在以下几个问题：考核体系缺乏科学性,不能真实反映辅导员工作的特点;考核工作职责界定不清;缺乏辅导员绩效考核全过程中的沟通与监督;考核结果与激励机制脱钩等等。为此,须对高校辅导员绩效考核制度的设计原则、考核指标内容和实施等作进一步优化设计。 相似文献
5.
高校辅导员心理压力与工作倦怠的统计分析 总被引：1，自引：0，他引：1
本研究采用《高校辅导员心理压力调查问卷》与《高校辅导员工作倦怠量表》对广东省21所高校的辅导员进行调查。调查结果显示:晋升评聘、身心健康、职业发展压力处于辅导员压力的前三位;进修、学校办学性质和聘任性质也影响辅导员的压力状况;职业发展、工作负荷压力是高校辅导员热情枯竭的主要预测因素;身心健康压力是精力枯竭的主要预测因素;在工作成就感丧失的预测因素中,工作胜任压力是最主要的预测因素。 相似文献
6.
加强学生学习生涯的系统指导、引领和管理是高等职业院校必须面对的现实课题.柳州铁道职业技术学院通过开展一以贯之的学习生涯规划教育,指导学生制订并践行学习生涯规划,并对学习生涯规划的实施实行全程跟踪指导与监控,有效构建起了学生学习生涯规划教育工作模式,为高等职业院校学风建设探索出了新的路子,为辅导员经营班级提供了新的操作范式,促进了辅导员的专业成长. 相似文献
7.
黄琳 《新校园(当代教育研究)》2015,(1)
本文从现行高等教育体制下高校辅导员绩效考核工作的现状出发,深入探讨高校辅导员绩效考核的必要性。文章对辅导员岗位职责、辅导员队伍结构、辅导员职业能力提升、辅导员工作态度等方面进行了讨论,得出推进高校辅导员绩效考核有助于高校辅导员队伍职业化、专业化发展的结论。 相似文献
8.
介绍学习生涯规划教育与辅导员在其中的主要职责,阐述学习生涯规划教育对辅导员提出的新要求,并提出促进辅导员学习生涯规划教育的专业成长的做法。 相似文献
9.
蔡菁 《佳木斯教育学院学报》2012,(1):110-111
高校辅导员是高校中进行学生工作的主力军,是保证高校学生学习与生活顺利进行的关键,也是大学生生涯规划的领路人。为高校辅导员提供一个完善的职业成长环境,对于提高高校辅导员的素质,为在校学生提供一个高素质的后盾有着极为重要的意义。本文从分析高校辅导员成长环境现状入手,试图为新时期高校辅导员找出构建完善职业成长环境的有效途径。 相似文献
10.
在高校绩效工资改革背景下,研究分析高校辅导员选配及绩效考核的现状及存在问题,对高校辅导员选配及绩效考核提出建议,以期实现辅导员选配和绩效考核的合理性和科学性,实现辅导员职业群体稳定持续健康发展. 相似文献
11.
Jiri Mudrak Katerina Zabrodska Petr Kveton Martin Jelinek Marek Blatny Iva Solcova Katerina Machovcova 《Research in higher education》2018,59(3):325-348
The effects of changing academic environments on faculty well-being have attracted considerable research attention. However, few studies have examined the multifaceted relationships between the academic work environment and the multiple dimensions of faculty well-being using a comprehensive theoretical framework. To address this gap, this study implemented the Job Demands-Resources (JDR) model to investigate how job demands/resources in the academic environment interact with multiple dimensions of faculty well-being. The study participants were 1389 full-time faculty members employed in public universities in the Czech Republic. The participants completed a questionnaire assessing perceived job resources (influence over work, support from supervisor and colleagues), job demands (quantitative demands, work-family conflicts and job insecurity) and three dimensions of faculty well-being (job satisfaction, stress and work engagement). A structural equation model was used to test the effects of “dual processes” hypothesized by the JDR theory, i.e., the existence of two relatively independent paths between job demands/resources and positive/negative aspects of faculty well-being. The model showed a very good fit to our data and explained 60% of the variance in faculty job satisfaction, 46%, in stress and 20% in work engagement. The results provide evidence for the dual processes, including the “motivational process” (i.e., job resources were related predominantly to work engagement and job satisfaction) and the “health impairment process” (i.e., job demands were predominantly associated with stress, mostly through work-family conflict). The study expands current research on faculty well-being by demonstrating the complex, non-linear relationships between academic work environments and different dimensions of faculty well-being. 相似文献
12.
企业内领导-成员交换的多维结构对工作绩效的影响 总被引：1，自引：0，他引：1
采用实证研究的方法探讨了企业内领导-成员交换（LMX）的结构维度及其与工作绩效的关系。研究表明,我国企业内领导-成员交换的因素结构包括贡献、尊敬、支持、忠诚维度,LMX及任务结构性特征对工作绩效有直接的预测作用,任务多样性特征对工作绩效的预测作用没有达到显著性水平。 相似文献
13.
Brent D. Maher 《History of education quarterly》2016,56(2):301-330
The National Defense Education Act (NDEA) of 1958 was the first federal investment in low‐interest student loans and became a precedent for expansion of student loans in the Higher Education Act of 1965. In its controversial loyalty provisions, the NDEA required loan recipients to affirm loyalty to the U.S. government. Between 1958 and 1962, thirty‐two colleges and universities refused to participate or withdrew from the NDEA loan program, arguing that the loyalty provisions unfairly targeted students and violated principles of free inquiry. This essay argues that debate over the loyalty provisions fractured a partnership between progressives who favored general aid to education and conservatives who supported short‐term investment for defense purposes. Although debates over the NDEA loyalty requirements seem specific to the Cold War, a close examination of the arguments illuminates their alignment with long‐standing ideological conflicts over legitimacy of federal aid to higher education. 相似文献
14.
Given intense job demands, it is not surprising that job burnout is a consistent threat to the well-being and retention of the child welfare workforce. Guided by central postulates of the Job Demands and Resources (JD-R) model which suggests that job burnout develops because of experiences of high work demands coupled with low resources in the workplace, we applied a conceptual model of job burnout (client and work related) that accounts for both internal and external resources available to child welfare workers. Findings among child welfare caseworkers from three states (N = 1917) indicate that job demands (stress and time pressure) were positively related to client- and work-related burnout. Additionally, both internal and external resources moderated the relationships between job demands and client- and work-related burnout. Study findings have workforce management implications in the child welfare sector, including the role resources might play in mitigating the negative impact of job demands on burnout in the child welfare workforce. 相似文献
15.
Because of governance and management changes in universities in recent decades, the working environment of university academics has changed. The objectives of this cross-sectional study were to investigate whether university academics are more workaholic and report more work–family conflicts than other university personnel and to provide empirical knowledge about the antecedents and outcomes of workaholism and work–family conflict among university academics. A questionnaire was used to collect data on job demands, job resources, workaholism and work–family conflict from 2186 university academics and 2551 technical and administrative personnel at 3 universities in Norway. The results show that academic personnel experienced more workaholism and work–family conflict than non-academic personnel. High job demands, especially high role overload, affected both workaholism and work–family conflict. Job resources had a marginal effect on both workaholism and work–family conflict. Workaholism was positively associated with work–family conflict and partly mediated the relationship between role overload and work–family conflict. It is not clear how job demands and workaholism interact with work–family conflict. Nevertheless, paying attention to the risks of workaholism and preventing it at all levels are important, since workaholism is associated with work–family conflict, which may adversely affect the health of the individual, the family and the workplace. 相似文献
16.
Development of the child care worker job stress inventory 总被引：4，自引：0，他引：4
Barbara Curbow Kai Spratt Antoinette Ungaretti Karen McDonnell Steven Breckler 《Early childhood research quarterly》2000,15(4):515-536
After a series of instrument development studies, a mail survey was conducted with 196 randomly selected family day care providers (FDCPs) and child care center workers (CCCWs) residing in the state of Maryland (response rates were 76.6% and 70.5%, respectively). Embedded in the instrument were three job stress scales, specific to child care workers, measuring job demands, job control, and job resources. Extensive psychometric testing of the three 17-item instruments demonstrated several areas of strength. The job demands scale, because of its breadth of stressors covered, fared slightly worse on indicators of reliability (alpha = 0.77; mean interitem correlation [MIC] = 0.17; item-to-total correlations [ITCs] = 0.14 to 0.49) than did job control (alpha = 0.88; MIC = 0.31; ITCs = 0.26 to 0.69) and job resources (alpha = 0.89; MIC = 0.35; ITCs = 0.32 to 0.70). Known groups validity was demonstrated through a conceptually meaningful pattern of differences between FDCPs and CCCWs. Construct validity for all three scales was demonstrated by a pattern of stronger correlations with conceptually similar versus dissimilar instruments. Average correlations with similar versus dissimilar instruments were: job demands, 0.54 versus 0.24; job control, 0.74 versus 0.30; and job resources, −0.53 versus 0.30. Similar to the reliability analysis, results of factor analysis were stronger for job control and job resources than for job demands. 相似文献
17.
This study aims to examine how job resources, demands, and self-efficacy affect American STEM teachers' job satisfaction by analyzing the US TALIS 2018 data. Multiple regression and commonality analysis were used to analyze factors' significant contributions and their detailed real unique and common contributions to STEM teachers' job satisfaction. The results show that the final model explains 29.6% of the variances of STEM teachers' job satisfaction. The commonality analysis further showed that job resources, job demands, and job self-efficacy explained 23.5%, 8.6%, and 8.0% of variances of job satisfaction, respectively. However, these factor sets uniquely contributed 15.9%, 2.9%, and 2.1% of the variance, separately. This study confirms the validity of the revised job demands−resources model for STEM teachers' job satisfaction. Furthermore, the commonality analysis reveals the unique and independent contributions of job demands, resources, and self-efficacy to job satisfaction. Results from the research identified the significance of job resources contributing to the improvement of STEM teachers' job satisfaction. 相似文献
18.
Center-based child care has been struggling with poor health and high turnover rates of child care staff and their adverse impact on care quality for decades. Yet little is known about personal and structural antecedents of job resources and job demands that are valid predictors of health and turnover in the child care workforce. Research Findings: This study investigated job resources and job demands among child care staff of different education levels (491 lead teachers and 310 assistant teachers) from Switzerland. Results from t-tests and hierarchical regression analyses indicated slightly higher job resources and job demands for lead teachers than for assistant teachers but similar antecedents of job resources and job demands. Overall, center characteristics shaped job resources and job demands more strongly than staff characteristics. More specifically, job resources were predicted by structural characteristics associated with professionalism in child care work, whereas job demands were primarily dependent on adequate staffing. Practice or Policy: The findings suggest that center characteristics (e.g., work environment and staffing levels) should be targeted in order to increase job resources and reduce job demands, which would in turn promote health and lower turnover rates among child care staff. 相似文献
19.
AbstractThis study aims at testing the application of the job demands-resources model on university teachers in mainland China. It investigates the relationship between the job characteristics of university teaching and teachers’ well-being. Based on the analyses of a sample of 2,758 university teachers, the results of structural equation modelling support the health impairment and motivational processes suggested by the model. Specifically, job demands consisting of teaching demands, teaching-research conflict and new challenges reduced university teachers’ job satisfaction through the mediation of emotional exhaustion; job resources comprising teaching resources, social support and administrative support increased university teachers’ job satisfaction through the mediation of work engagement. The implications of these findings are discussed. 相似文献
20.
熊丽敏 《湖北广播电视大学学报》2002,19(4):82-83
激励是人力资源管理的重要手段。它可有效地协调个人目标与组织目标之间的关系,充分调动员工的积极性和创造力。因而,建立合理有效的激励机制是十分必要的,本文着重阐述了如何建立切实可行的激励机制,以提高员工对工作的满意度和对公司的忠诚度,增强企业的凝聚力和向心力。 相似文献